BIC, líder mundial em artigos de papelaria, isqueiros e barbeadores, avança no seu compromisso com a diversidade e a inclusão (D&I) no local de trabalho, enquanto Gonzalve Bich, CEO da BIC, se junta CEO Action for Diversity and Inclusion™ (CEO Action), o maior compromisso empresarial do seu tipo orientado pelo CEO. Ao assumir este compromisso, Bich compromete-se a tomar medidas para assegurar que a cultura da empresa celebra e acolhe diversas perspectivas e experiências e encoraja conversas abertas sobre D&I.    

“Joining CEO Action is in line with the great pride we take in honoring the diversity of the communities we serve and fostering a culture of belonging that encourages our team members to be curious about, understand and welcome different cultures, religions, and ethnicities,” said Bich. “As a global brand, it is our responsibility to make a positive impact on the world beyond the products we offer. Change starts at a local level, and we must all work together to create a world that is welcoming and supportive of everyone, where deep-rooted inequities are challenged, and everyone is seen, supported and treated fairly.”  

Led by PwC and a steering committee of cross-industry CEOs, the CEO Action pledge outlines specific actions CEOs will take to cultivate a trusting environment where all ideas are welcomed, with the goal of addressing racial and ethnic tensions and promoting diversity at the core of workplace culture. The values outlined in the commitment align with BIC’s ongoing efforts to promote a culture where people of all backgrounds can thrive and will add an additional level of accountability. Most recently BIC launched its new Allyship Program that connects team members throughout the organization to celebrate diversity, foster inclusion and showcase the beauty of the many cultures, religions, languages, colors, ages, backgrounds and experiences that make up BIC.  

Joining more than 1,500 other CEOs and Presidents who have taken the CEO Action for Diversity and Inclusion™ pledge, Bich is committing to the following actions: 

• Having complex, and sometimes difficult conversations about diversity and inclusion to make its workplaces a more trusting environment 
• Implementing and expanding unconscious bias training 
• Sharing best, as well as unsuccessful, practices 
• Creating and sharing strategic D&I plans with the board of directors on a continuous basis.